The Role of Job Outcomes and Values in Understanding the Union's Impact on Job Satisfaction: A Replication
复制了Berger等人（1983）的研究，发现控制工作复杂性后，工会会员身份与工作本身满意度无关，但与薪酬满意度正相关，可能源于工会提升薪酬公平感。
In this paper, the consequences of being a union member for a person's job satisfaction is explored. Berger, Olson, and Boudreau (1983) suggest that union membership is related to the job outcomes that people receive and the job values that they hold (or else that people with particular values choose unionized work settings); so that if these factors are controlled, it is hypothesized that there is no effect of union membership on job satisfaction. Using a sample of male employees in union and non-union worksites in southwestern Ontario, this hypothesis is explored with a focus on satisfaction with work itself and satisfaction with pay. Berger et al.'s (1983) findings were replicated, i.e., after controlling for job complexity, there was no relationship between unionization and satisfaction with work itself. However, contrary to the hypothesis, a relationship between unionization and satisfaction with pay was found. This result may be due to (1) unionization enhancing perceived fairness of pay, or (2) the fact that measuring and controlling for fringe benefits in this analysis could not be done.